#BlackLivesMatter in Corporate Spaces, Too

It has been a very long week and we have some difficult days ahead of us. But I am starting to see some glimmers of hope in communities across the country. I won’t fully trust them until we look back on what they’ve actually accomplished, but I know that watching George Floyd’s life stolen from him changed ME, so I believe it has had a tremendous impact on others.

I thought I understood what #BlackLivesMatter meant, but I didn’t. I’m learning now. And I've learned that Black Lives Matter in corporate spaces, too.

What I am asking companies, municipalities and organizations ?I work with now to do is the following:

1. Let’s review your board of directors. Who is on the board? What is the racial/ethic makeup of the board? What can we do to create a more inclusive board AND ensure that all of their members lead inclusively? We also do the work to make sure the board is functionally fit as well (ie. the right mix of inclusive functional talent). What I’ve learned, is that effective ?governance is key to effective leadership.?

2. Let’s review your executive team and their direct reports. Again, what is the racial/ethnic background of the executive team? Who are their trusted “Knights of the Round Table?” Are they leading inclusively and what are the measuring tools that they are using to be sure? Have they asked both their employees and their customers? Have they asked since George Floyd’s murder and the ensuing global protests? Employee and marketing research has never been more important than it is now to gain insights on how to move forward.

3. Let’s review your brand, products and communications. This, like both elements 1 and 2 above, could be an entire course. But check your words, tone, visuals, messaging and ensure they are inclusive. Review your product list and ensure that it is inclusive (ie colors for makeup brands and sizes for clothing designers, etc) ?Most importantly, make sure that if you promised to do something regarding your brand and Black people and people of color that you are transparent about what that is, and you create a mechanism to measure your success.?

4. Let’s review your hiring practices, talent management and talent engagement strategies. How do you hire? Who do you hire? What are your succession strategies? How are you ensuring you provide EQUITABLE opportunities for jobs, advancement, and engagement for ?all?

5. Let’s review your diversity spend. So what do I mean by that, you ask? I mean, what is the amount of money that you spend to do business (outside of people and taxes)? So, construction, office supplies, consulting services, materials, etc. ?all count toward your spend. Now, let’s review how much of that is spent with diverse companies? How much with BLACK-OWNED companies? And also, what kind of diversity, equity and inclusion programs is your company purchasing and sharing with your executive team and frontline staff? ? remember, every dollar that is spent with a Black-owned company is a dollar that helps the Black community and Black families.?

These are just a few of the questions and conversations I am having with executives who trust me in the marketplace. Believe me, there are more! This is not an exhaustive list, and lots of deeper ?digging is required. But, the definition of insanity is to keep doing the same thing and expect different results. ?

So, what are you and your company, organization or municipality doing to help our world become more inclusive?

WE CAN ALL DO SOMETHING TO HELP!!

#BeTheChange?? #Flourish #ChangetheNarrative